Extending the Training Efficiency and Effectiveness Methodology (TEEM) with Training Transfer Data.
Interim rept. Jan 93-Aug 94,
ARMSTRONG LAB BROOKS AFB TX HUMAN RESOURCES DIRECTORATE
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Although the most popular framework for depicting training evaluation has been Kirkpatricks four-stage process of reactions, learning, behavior, and results, this framework offers no specific mechanism for making changes to training courses. However, the systems approach to training depicts evaluation as a key component that provides feedback to the needs assessment, design, development and delivery stages of training to continuously update and improve the entire training process. Despite these conceptual models, little research has been conducted to develop methodologies for using training evaluation information to make training course changes. One exception is the work of Ford Wroten who developed a Matching Technique that compares, or matches, training needs to the emphasis placed on tasks in a training program. The Matching Technique has previously been used in the Training Efficiency and Effectiveness Methodology TEEM and combines efficiency and effectiveness data for course re-design. The purpose of this paper is to extend the TEEM through the integration of information about the efficiency, effectiveness and transfer of training for training system re-design. The TEEM was applied to a mechanics training course. Efficiency results produced by the Matching Technique was integrated with follow-up task performance effectiveness and opportunity to perform data collected from training graduates and their supervisors 8 months after the completion of training. The integration of these data into the TEEM for training system re-design was illustrated. AN
- Personnel Management and Labor Relations